“… the path to real behavioral evolution isn ’ t a straight line , but a cycle that almost always includes backsliding or regression toward old , undesirable habits .”
— JEAN KOLB
SPA INDUSTRY LEADERS are often quick to point out all the ways in which their colleagues have supported their growth and played key roles in the success of their careers . Many can even cite a particular individual whose impact is greater than the rest . In some cases , these formative relationships happen by chance , but spa leaders seeking to foster growth in their teams , retain top employees and achieve their spas ’ performance goals cannot simply place their trust in serendipity . Formal mentoring programs , though , can take luck out of the equation and help spas reach new heights .
According to Forbes , mentoring programs have entered the mainstream , at least in the corporate world , with roughly 70 percent of Fortune 500 companies having implemented one as of 2019 . Their popularity is not surprising , given the positive outcomes associated with effectively run programs . As Forbes notes , mentoring programs can improve job satisfaction and employee retention in addition to aiding mentees ’ personal and professional development , all of which is likely music to the ears of spa leaders whose talent strategies and workforces may have been upended by the COVID-19 pandemic .
Set Up for Success
Recognizing that a mentoring program could be beneficial to your spa and implementing an effective program are , of course , two different things . So what steps can spa leaders take to give their mentors and mentees the best chance at the kinds of outcomes mentioned above ? It starts with structure .
“ The number one pitfall [ for mentoring programs ] is poor planning ,” says Julie Pankey , managing partner at spa
Mandarin Oriental launched the MOsaic Mentoring program in 2020 , and 25 pairs of colleagues have already begun the mentoring process . consulting firm JMPankey Partners .“ I would suggest first answering why you want to create a mentorship program and what outcomes you would like to see .” Establishing clear expectations for all participants and setting measurable goals , Pankey notes , are crucial steps on the road to mentoring success . Naturally , those goals will differ from person to person , but agreeing on how progress will be assessed ahead of time keeps both mentor and mentee focused on the relationship ’ s desired outcomes first and foremost .
In addition to structure , former ISPA Board Chairman Jean Kolb , who works as an executive coaching consultant with Hutchinson Consulting , cites both trust and commitment as keys to mentoring success . Formalizing a mentoring plan in writing can help facilitate both , she says .“ I would highly recommend that [ the mentoring ] agreement be in writing . When you go through a written document and say , ‘ Here are the expectations , here is what we ’ re mutually agreeing on ,’ that ’ s the first step in building that trust , which has to happen very , very quickly if it already isn ’ t in place .” As part of that agreement , Kolb also suggests asking mentees to play an active role in the process to increase buy-in .“ I wanted to give [ mentees ] ownership , so I would say to them ,‘ Within 24 hours of us meeting , I want a little summary of your takeaways , in writing . And then 24 hours before we meet , I would like an agenda from you , with bullet points , so I can prepare for our conversation .”
A Two- ( or Three- ) Way Street
Making sure the mentor-mentee relationship is fruitful for both parties was a key consideration for the team at Mandarin Oriental Hotel Group ( MOHG ) as they were developing MOsaic Mentoring , a program launched late in 2020 that has already seen 25 pairs of participants brought on board .
MARCH 2021 ■ PULSE 25